"I am writing an article on people management routines. My questions are: 1. How to ensure employee commitment and development in enhancing organization?s performance? 2. Communication and performance reviews- critical issues here? 3. How to control and not become too byrocratic? Many thanks for your input! Marge, www.ingenion.ee"

Hello Marge:
Those are very big questions. There have been some very good discussions on HRToolbox, particularly recent ones on the subject of engagement - they are worth reading and should give you a lot of information.
General comment is that the company values should promote an environment that is not bureaucratic. The policies should be written with respect for employees and trust in supervisors. The performance management process should be based on best practices with clear mutual understanding of the goals and emphasis on helping the employee succeed, rather than judge failure.
The company should be seen as fair and a good place to work for, the supervisors should be well trained and work with employees for sucess and recognize and applaud when an employee achieves something significant.
This is an extreme simplification, but if the good style and practices are in place, the employee is more likely to be committed and not need to be controlled.
I hope this helps a little,
Ian

Many thanks, Ian
> -------- Original Message --------
> From: ""ianclive via human-capital-strategy"" <human-capital-strategy@Groups.ITtoolbox.com>
> To: ""MargeTP"" <marge@ingenion.ee>
> Date: 21.05.2009 13:47:35
> Subject: RE:[human-capital-strategy] What routines must be in place to ensure efficiency and
> employee commitment
>
>
>
> Hello Marge:
> Those are very big questions. There have been some very good discussions on HRToolbox, particularly
> recent ones on the
> subject of engagement - they are worth reading and should give you a lot of information.
> General comment is that the company values should promote an environment that is not bureaucratic.
> The policies should
> be written with respect for employees and trust in supervisors. The performance management process
> should be based on
> best practices with clear mutual understanding of the goals and emphasis on helping the employee
> succeed, rather than
> judge failure.
> The company should be seen as fair and a good place to work for, the supervisors should be well
> trained and work with
> employees for sucess and recognize and applaud when an employee achieves something significant.
> This is an extreme simplification, but if the good style and practices are in place, the employee
> is more likely to be
> committed and not need to be controlled.
> I hope this helps a little,
> Ian